General information
A well-written staff handbook sets the tone for your pharmacy. It will let your staff know what you expect of them and explain your commitment to them. Not only will it serve as a useful tool for newcomers, but it will also serve as a reference point for all team members. In any disputes regarding policies and procedures, you can simply look at the manual and refer to it. The first section of the Employee Handbook should familiarize them with the company’s corporate culture. Here are the points that should be covered here:
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- A brief history of the pharmacy or pharmacy chain.
- A vision statement that tells why your pharmacy exists and what its plans are. This is usually no more than 1-2 sentences.
- A company’s mission describes the specific steps you take to realize your vision.
- Key Objectives. Knowing what the company as a whole is working on will create a sense of camaraderie between employees doing different tasks.
All of the above is not just a formal introduction. This information will make employees feel part of something bigger: a strong team, a great history, a noble mission, a friendly team. It will make them proud of their work from day one.
Requirements for employees
Clearly defining the requirements for pharmacy staff is important for two reasons. First, newcomers can familiarize themselves with them immediately and avoid making mistakes. Second, they can be appealed to if someone breaks the rules. The list of requirements can include:
- Dress code. Clearly state your expectations for employee appearance. If certain closet items (e.g., open-toed shoes) are strictly prohibited, be sure to specify them.
- Work hours and breaks. How is your pharmacy’s work schedule organized, when should staff come and go, what breaks are allowed? Don’t forget to describe what they will do in the event of a force majeure event, such as a sudden illness.
- Intolerable Behavior and Professional Ethics. In this section you can state your position on all “slippery” topics, for example, explicitly stating that the use of foul language or rude treatment of clients and colleagues is unacceptable.
- Disclosure of confidential information. Specify what information should not be disclosed outside the pharmacy. This could be financial data, personnel policies, internal documents, etc.
Now that staff know what the rules are, you should also let them know what happens if they are broken. Describe the pharmacy’s disciplinary procedures: warnings, reprimands, fines, terminations.
Compensation and benefits
Workplace rules are important, but people are most interested in compensation and benefits.
- Salary. Explain your pay policy, including overtime compensation, bonus payments, and penalty system. Specify how time records are kept, when advances and wages are paid, and how night shifts and holidays are accounted for.
- Sick leave and vacations. Describe how days missed due to illness are paid. Specify how many days of paid vacation per year, when it can be taken, and whether it can be divided into several parts.
- Health and Safety. What safety measures are in place at your pharmacy, and what steps should employees take to reduce risks?
If you offer staff other “perks” such as training, special discounts, travel, meals, gym passes, be sure to describe how they can receive these benefits.
Shutterstock/FOTODOM UKRAINE photos were used
